{"id":11735,"date":"2025-12-16T04:12:38","date_gmt":"2025-12-16T04:12:38","guid":{"rendered":"https:\/\/lui.si\/?p=11735"},"modified":"2025-12-16T04:48:37","modified_gmt":"2025-12-16T04:48:37","slug":"onboarding-v-majhnih-podjetjih","status":"publish","type":"post","link":"https:\/\/lui.si\/en\/novice\/onboarding-v-majhnih-podjetjih\/","title":{"rendered":"Onboarding v majhnih podjetjih: tihi proces, ki ima nesorazmerno velik vpliv na (nove) zaposlene"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"11735\" class=\"elementor elementor-11735\" data-elementor-settings=\"{&quot;ha_cmc_init_switcher&quot;:&quot;no&quot;}\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-7e1fa85c e-con-full e-flex e-con e-parent\" data-id=\"7e1fa85c\" data-element_type=\"container\" data-settings=\"{&quot;_ha_eqh_enable&quot;:false}\">\n\t\t\t\t<div class=\"elementor-element elementor-element-4368f244 elementor-widget elementor-widget-text-editor\" data-id=\"4368f244\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div><p><b>V majhnih podjetjih &#8216;<em>onboarding<\/em>&#8216; <\/b>(ali po slovensko t.i. uvajanje na novo delovno mesto) <b>redko obstaja kot zavestno poimenovan proces<\/b>. Pogosto se zgodi spontano: prvi pogovor, nekaj razlag, sprotna vpra\u0161anja, nato pa neposreden vstop v delo.<\/p><p>Na prvi pogled tak pristop deluje u\u010dinkovit \u2013 brez zapletenih struktur, brez dodatnih korakov, brez dodatnega ob\u010dutka birokracije. A prav ta navidezna preprostost skriva eno ve\u010djih tveganj, s katerimi se soo\u010dajo mikro in mala podjetja.<\/p><p><b>Ko ima podjetje enega ali dva zaposlena, vsak nov prihod takoj vpliva na celoten sistem<\/b>. Ne le na obseg opravljenega dela, temve\u010d na na\u010din komunikacije, hitrost odlo\u010danja, razporeditev odgovornosti in splo\u0161no psiholo\u0161ko vzdu\u0161je.<\/p><\/div>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-fbd9262 elementor-widget elementor-widget-image\" data-id=\"fbd9262\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t<figure class=\"wp-caption\">\n\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"768\" height=\"512\" src=\"https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-0-768x512.jpg\" class=\"attachment-medium_large size-medium_large wp-image-11742\" alt=\"\" srcset=\"https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-0-768x512.jpg 768w, https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-0-300x200.jpg 300w, https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-0-1024x683.jpg 1024w, https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-0-1536x1025.jpg 1536w, https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-0-2048x1366.jpg 2048w, https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-0-18x12.jpg 18w\" sizes=\"(max-width: 768px) 100vw, 768px\" \/>\t\t\t\t\t\t\t\t\t\t\t<figcaption class=\"widget-image-caption wp-caption-text\">Onboarding se za\u010dne prej, kot mislimo. Prvi vtis ne nastane s podpisom pogodbe, temve\u010d v trenutku, ko se novi sodelavec za\u010dne spra\u0161evati, kaj ga \u010daka. (vir: Freepik.com)<\/figcaption>\n\t\t\t\t\t\t\t\t\t\t<\/figure>\n\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a9df937 elementor-widget elementor-widget-text-editor\" data-id=\"a9df937\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>V takem okolju ni varovalnih slojev. Kar se zgodi v prvih tednih, se hitro odrazi v delovanju ekipe, ker je vsak posameznik preprosto preve\u010d pomemben, da bi ga &#8216;sistem&#8217; lahko absorbiral.<\/p><p>Zato <em>onboarding<\/em> v majhnih podjetjih ni zgolj uvajalna faza, <b>temve\u010d zgodnji pokazatelj stabilnosti<\/b>. Je trenutek, ko se za\u010dne oblikovati odgovor na vpra\u0161anje, ali bo sodelovanje kratkoro\u010dna re\u0161itev ali dolgoro\u010den odnos \u2013 in ta odgovor nastaja precej tiho: v drobnih interakcijah, v ob\u010dutku jasnosti ali zmede, v tem, ali ima novi sodelavec ob\u010dutek, da razume prostor, v katerega je vstopil.<\/p><p><strong><em>Onboarding<\/em><\/strong><strong> kot prenos konteksta, ne le nalog<\/strong><\/p><p>Velik del <em>onboarding<\/em> praks se osredoto\u010da na prenos informacij: Kaj je treba narediti? Kako se uporablja dolo\u010deno orodje? Kdo je za kaj odgovoren?<\/p><p>A v majhnih podjetjih redko naloge predstavljajo glavni izziv. Veliko pogosteje se te\u017eave pojavijo zato, ker novi sodelavec ne ve, kaj ima v dolo\u010denem trenutku prednost, kje so meje njegove avtonomije in kaj podjetnik v resnici razume kot \u201cdobro opravljeno delo\u201d.<\/p><p>V takih okoljih ve\u010dina pravil ni zapisanih. <b>Prioritete, na\u010din odlo\u010danja in toleranca do napak obstajajo predvsem kot notranji kompas podjetnika<\/b>. Novi sodelavec jih mora zato razbrati sam \u2013 z opazovanjem, z interpretacijo odzivov, z ugibanjem, kaj je \u201cprav\u201d in kaj \u201cnarobe\u201d.<\/p><p>To pove\u010duje kognitivno obremenitev in hkrati zmanj\u0161uje ob\u010dutek varnosti: oseba lahko zna delo opraviti, a \u0161e vedno ni prepri\u010dana, ali ga opravlja na na\u010din, ki je v tem podjetju zares smiseln.<\/p><p><b><em>Onboarding<\/em> je zato v svojem bistvu proces zmanj\u0161evanja negotovosti<\/b>. \u010ce ta negotovost traja predolgo, se ne ka\u017ee nujno v o\u010ditnih napakah. Pogosto se poka\u017ee kot previdnost, zadr\u017eanost ali ti\u0161ina. In ravno ti\u0161ina je pri uvajanju najdra\u017eja: ker prepre\u010di razjasnitve, preden se iz njih razvijejo frustracije.<\/p><p><strong>Podjetnik kot nosilec <em>onboardinga<\/em><\/strong><\/p><p>V mikro podjetjih <em>onboarding<\/em> skoraj vedno vodi podjetnik. To je logi\u010dno: <b>ustanovitelj je pogosto edina referen\u010dna to\u010dka za kulturo, na\u010din dela, prioritete in standarde<\/b>.<\/p><p>Prav zato ima njegova vloga pri <em>onboardingu<\/em> ve\u010djo te\u017eo kot v ve\u010djih organizacijah &#8211; ne zato, ker bi moral po\u010deti ve\u010d, temve\u010d zato, ker njegove besede in odzivi hitreje postanejo pravila igre.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a69c2db elementor-widget elementor-widget-image\" data-id=\"a69c2db\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t<figure class=\"wp-caption\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" width=\"768\" height=\"512\" src=\"https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-1-768x512.jpg\" class=\"attachment-medium_large size-medium_large wp-image-11743\" alt=\"\" srcset=\"https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-1-768x512.jpg 768w, https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-1-300x200.jpg 300w, https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-1-1024x683.jpg 1024w, https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-1-1536x1024.jpg 1536w, https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-1-2048x1365.jpg 2048w, https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-1-18x12.jpg 18w\" sizes=\"(max-width: 768px) 100vw, 768px\" \/>\t\t\t\t\t\t\t\t\t\t\t<figcaption class=\"widget-image-caption wp-caption-text\">Novi sodelavci se ne u\u010dijo le nalog, temve\u010d tudi nevidnih pravil: kaj ima prednost, kako se sprejemajo odlo\u010ditve in kdaj je nekaj \u00bbdovolj dobro\u00ab. \u010ce ta kontekst ostane neizre\u010den, se pove\u010da negotovost \u2013 in z njo previdnost, ti\u0161ina ter napa\u010dne predpostavke. (vir: Freepik.com)<\/figcaption>\n\t\t\t\t\t\t\t\t\t\t<\/figure>\n\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9437775 elementor-widget elementor-widget-text-editor\" data-id=\"9437775\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>Raziskava Gallupa jasno ka\u017ee, da <b>ima vodja klju\u010dno vlogo pri izku\u0161nji uvajanja<\/b>. Po njihovih podatkih je zadovoljstvo z <em>onboardingom<\/em> ve\u010d kot trikrat vi\u0161je, kadar je vodja aktivno vklju\u010den v proces.<\/p><p>V majhnih podjetjih je vodja pogosto tudi ustanovitelj, kar pomeni, da njegova vloga presega klasi\u010dno vodenje nalog.<\/p><p>Podjetnik v prvih tednih novega sodelavca uvaja v:<\/p><ul><li>kulturo podjetja;<\/li><li>odnos do odgovornosti;<\/li><li>toleranco do napak;<\/li><li>tempo dela;<\/li><li>na\u010din re\u0161evanja problemov.<\/li><\/ul><p>\u010ce je ta prenos prepu\u0161\u010den improvizaciji, se bodo razlike med pri\u010dakovanji podjetnika in razumevanjem zaposlenega zelo hitro pokazale &#8211; pogosto \u0161ele takrat, ko je \u017ee nastala frustracija.<\/p><p>Tudi zato je koristno, da podjetnik vsaj del tega &#8216;nevidnega&#8217; znanja izre\u010de na glas: kaj mu je pomembno, kaj ga moti, kaj \u0161teje kot dobro odlo\u010danje in kje je meja med \u201cvpra\u0161aj\u201d in \u201codlo\u010di sam\u201d.<\/p><p><strong><em>Preboarding<\/em><\/strong><strong>: Prvi signal, kako resno jemljemo sodelovanje<\/strong><\/p><p><b><em>Onboarding<\/em> se ne za\u010dne s prvim delovnim dnem<\/b>.<\/p><p>Za novega sodelavca se za\u010dne bistveno prej \u2013 v trenutku, ko sprejme ponudbo in za\u010dne razmi\u0161ljati o novem okolju. V tem obdobju si ustvarja pri\u010dakovanja, predstave in tudi skrbi, ki pogosto ostanejo neizre\u010dene.<\/p><p>V majhnih podjetjih je ta faza \u0161e posebej pomembna, saj<strong> <b>novi sodelavec pogosto \u017ee prvi dan prevzame realno odgovornost<\/b><\/strong><b>.<\/b><\/p><p>\u010ce vstopi v okolje brez jasne predstave, kaj ga \u010daka, bo velik del energije porabil za orientacijo namesto za delo.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3e30e87 elementor-widget elementor-widget-image\" data-id=\"3e30e87\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t<figure class=\"wp-caption\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" width=\"768\" height=\"547\" src=\"https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-2-768x547.jpg\" class=\"attachment-medium_large size-medium_large wp-image-11744\" alt=\"\" srcset=\"https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-2-768x547.jpg 768w, https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-2-300x213.jpg 300w, https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-2-1024x729.jpg 1024w, https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-2-1536x1093.jpg 1536w, https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-2-2048x1457.jpg 2048w, https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-2-18x12.jpg 18w\" sizes=\"(max-width: 768px) 100vw, 768px\" \/>\t\t\t\t\t\t\t\t\t\t\t<figcaption class=\"widget-image-caption wp-caption-text\">V mikro ekipah ustanovitelj ne uvaja le v delo, temve\u010d v kulturo, tempo in na\u010din razmi\u0161ljanja. Njegovi odzivi, vpra\u0161anja in na\u010din dajanja povratnih informacij hitro postanejo pravila igre. Kadar je ta prenos prepu\u0161\u010den improvizaciji, se razlike v razumevanju poka\u017eejo \u0161ele, ko so frustracije \u017ee prisotne. (vir: Freepik.com)<\/figcaption>\n\t\t\t\t\t\t\t\t\t\t<\/figure>\n\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0b0c00d elementor-widget elementor-widget-text-editor\" data-id=\"0b0c00d\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>Preprost e-mail z osnovnimi informacijami, kratek opis prvega tedna ali osebno sporo\u010dilo podjetnika lahko bistveno zmanj\u0161a ta psiholo\u0161ki preskok.<\/b><\/p><p>Tak\u0161ni koraki niso formalnost. So signal, da prihod nove osebe ni naklju\u010den, temve\u010d premi\u0161ljen. In v majhnih ekipah so signali pogosto mo\u010dnej\u0161i od pravilnikov.<\/p><p><strong>Psiholo\u0161ka varnost kot pogoj uspe\u0161nega uvajanja<\/strong><\/p><p>V majhnih ekipah psiholo\u0161ka varnost ni abstrakten koncept, temve\u010d vsakodnevna realnost. \u010ce novi sodelavec nima ob\u010dutka, da lahko postavi vpra\u0161anje ali izrazi dvom brez negativnih posledic, bo raje mol\u010dal.<\/p><p><b>Molk pa je v fazi uvajanja nevaren, ker prepre\u010duje zgodnje razjasnjevanje nesporazumov<\/b> &#8211; posebej tam, kjer je ve\u010dina dogovorov neformalnih.<\/p><p>Te\u017eave se v takem primeru ne razre\u0161ujejo sproti, temve\u010d se kopi\u010dijo v ozadju. Navzven je vse videti stabilno, produktivnost je morda celo dobra, a notranja negotovost raste. <b>Ko se ta razkorak kon\u010dno poka\u017ee, je pogosto \u017ee prevelik, da bi ga bilo mogo\u010de enostavno premostiti<\/b>.<\/p><p>Psiholo\u0161ka varnost se v majhnih podjetjih gradi predvsem skozi doslednost podjetnika. Ne skozi velike izjave, temve\u010d skozi odzive: Kako reagira na napake? Kako poslu\u0161a? Kako hitro kaznuje ali kako hitro pomaga?<\/p><p>Ker je ekipa majhna, ima vsak tak odziv ve\u010djo te\u017eo in hitreje oblikuje skupna pravila vedenja.<\/p><p><strong><em>Onboarding<\/em><\/strong><strong> je proces, ne trenutek<\/strong><\/p><p><b>Podjetja pogosto obravnavajo <em>onboarding<\/em> kot aktivnost prvega tedna<\/b>, v resnici pa podatki ka\u017eejo, da gre za ve\u010dmese\u010dni proces. AIHR poudarja, da podjetja z dobro strukturiranim <em>onboardingom<\/em> dosegajo:<\/p><ul><li>vi\u0161jo stopnjo anga\u017eiranosti,<\/li><li>hitrej\u0161o produktivnost,<\/li><li>ni\u017ejo fluktuacijo v prvem letu<\/li><\/ul><p>V majhnih podjetjih to pomeni potrebo po rednih, kratkih preverjanjih: ne le glede nalog, temve\u010d tudi glede razumevanja, tempa in po\u010dutja.<\/p><p>Ta pristop zmanj\u0161uje tveganje za prezgodnje odhode, ki so za mala podjetja pogosto zelo dragi.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-80fd1a0 elementor-widget elementor-widget-image\" data-id=\"80fd1a0\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t<figure class=\"wp-caption\">\n\t\t\t\t\t\t\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" src=\"https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-3-768x512.jpg\" class=\"attachment-medium_large size-medium_large wp-image-11745\" alt=\"\" srcset=\"https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-3-768x512.jpg 768w, https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-3-300x200.jpg 300w, https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-3-1024x683.jpg 1024w, https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-3-1536x1024.jpg 1536w, https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-3-2048x1365.jpg 2048w, https:\/\/lui.si\/wp-content\/uploads\/2025\/12\/onboarding-v-majhnih-podjetjih-3-18x12.jpg 18w\" sizes=\"(max-width: 768px) 100vw, 768px\" \/>\t\t\t\t\t\t\t\t\t\t\t<figcaption class=\"widget-image-caption wp-caption-text\">\u010ceprav novi sodelavec hitro za\u010dne delovati samostojno, razumevanje \u0161ir\u0161ega konteksta prihaja postopoma. Redni, kratki pogovori o tem, kako oseba razume delo, tempo in pri\u010dakovanja, so v majhnih podjetjih klju\u010dni za prepre\u010devanje prezgodnjih odhodov in nepotrebnih napak. (vir: Freepik.com)<\/figcaption>\n\t\t\t\t\t\t\t\t\t\t<\/figure>\n\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-54a7559 elementor-widget elementor-widget-text-editor\" data-id=\"54a7559\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>Ena pogostej\u0161ih zmot v majhnih podjetjih je, da je <em>onboarding<\/em> zaklju\u010den, ko novi sodelavec za\u010dne delovati samostojno. V resnici pa samostojnost pogosto pride prej kot celostno razumevanje konteksta.<\/p>\n<p>Oseba zna opravljati naloge, a \u0161e vedno ugotavlja, kako stvari delujejo v \u0161ir\u0161em smislu &#8211; kaj ima prednost, kdaj je dovolj dobro, kdaj je treba biti pedanten.<\/p>\n<p>Prvi meseci so obdobje intenzivnega u\u010denja, tudi kadar je to navzven manj vidno. Brez rednih, tudi zelo kratkih preverjanj \u2013 ne le o nalogah, temve\u010d o po\u010dutju, tempu in negotovostih \u2013 se lahko hitro pojavijo napa\u010dne predpostavke ali preobremenjenost.<\/p>\n<p>V majhnih podjetjih se to pozna hitreje kot drugje, ker vsak &#8216;zdrs&#8217; vpliva na vse.<\/p>\n<p><strong><em>Onboarding<\/em><\/strong><strong> je ena najbolj racionalnih investicij<\/strong><\/p>\n<p>Slab <em>onboarding<\/em> v majhnih podjetjih ni zgolj vpra\u0161anje po\u010dutja zaposlenih. <b>Je konkretno poslovno tveganje<\/b>.<\/p>\n<p>Stro\u0161ki se ka\u017eejo v izgubljenem \u010dasu, energiji, napa\u010dnih odlo\u010ditvah in v ponavljajo\u010dem se ciklu iskanja novih ljudi. Ker so ekipe majhne, so ti stro\u0161ki tudi bolj vidni &#8211; in bolj bole\u010di.<\/p>\n<p>Dober <em>onboarding<\/em> deluje ravno obratno.<\/p>\n<p>Pospe\u0161uje samostojnost, zmanj\u0161uje \u0161tevilo napak in omogo\u010da, da podjetnik dolgoro\u010dno porabi manj \u010dasa za usmerjanje in popravljanje.<\/p>\n<p>\u010ceprav zahteva ve\u010d prisotnosti na za\u010detku, se ta vlo\u017eek hitro povrne, ker se zmanj\u0161a mikrovodenje in pove\u010da zaupanje.<\/p>\n<p>V okoljih, kjer vsak posameznik predstavlja pomemben del celote, <em>onboarding<\/em> ni dodatna aktivnost. Je eden osnovnih mehanizmov upravljanja tveganj in eden najmo\u010dnej\u0161ih vzvodov za stabilno rast.<\/p>\n<p>Pripravil: Bla\u017e Mandeljc, podjetni\u0161ki mentor<\/p>\n<p>Viri:<\/p>\n<ol>\n<li>Gallup, Why the Onboarding Experience Is Key for Retention, 2018. Dostopno na: <a href=\"https:\/\/www.gallup.com\/workplace\/235121\/why-onboarding-experience-key-retention.aspx\">https:\/\/www.gallup.com\/workplace\/235121\/why-onboarding-experience-key-retention.aspx<\/a><\/li>\n<li>AIHR, 27+ Employee Onboarding Statistics &amp; Trends You Must Know in 2026, 2025. Dostopno na: <a href=\"https:\/\/www.aihr.com\/blog\/employee-onboarding-statistics\">https:\/\/www.aihr.com\/blog\/employee-onboarding-statistics<\/a><\/li>\n<li>InsightGlobal, 2025 Employee Sentiment Report, 2025. Dostopno na: <a href=\"https:\/\/insightglobal.com\/employee-sentiment-report\">https:\/\/insightglobal.com\/employee-sentiment-report<\/a><\/li>\n<li>Enboarder, Employee Onboarding Statistics 2026: The Data Every HR Leader Needs, 2025. Dostopno na: <a href=\"https:\/\/enboarder.com\/blog\/employee-engagement-onboarding-stats\">https:\/\/enboarder.com\/blog\/employee-engagement-onboarding-stats<\/a><\/li>\n<\/ol>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-2f3fb68 e-flex e-con-boxed e-con e-parent\" data-id=\"2f3fb68\" data-element_type=\"container\" data-settings=\"{&quot;_ha_eqh_enable&quot;:false}\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-cd90c0e elementor-widget elementor-widget-image\" data-id=\"cd90c0e\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"213\" src=\"https:\/\/lui.si\/wp-content\/uploads\/2025\/01\/sio-spot-logotipi-1024x213.png\" class=\"attachment-large size-large wp-image-9710\" alt=\"\" srcset=\"https:\/\/lui.si\/wp-content\/uploads\/2025\/01\/sio-spot-logotipi-1024x213.png 1024w, https:\/\/lui.si\/wp-content\/uploads\/2025\/01\/sio-spot-logotipi-300x63.png 300w, https:\/\/lui.si\/wp-content\/uploads\/2025\/01\/sio-spot-logotipi-768x160.png 768w, https:\/\/lui.si\/wp-content\/uploads\/2025\/01\/sio-spot-logotipi-1536x320.png 1536w, https:\/\/lui.si\/wp-content\/uploads\/2025\/01\/sio-spot-logotipi-18x4.png 18w, https:\/\/lui.si\/wp-content\/uploads\/2025\/01\/sio-spot-logotipi.png 1920w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>V majhnih podjetjih se novi sodelavci pogosto znajdejo neposredno \u201cv ognju\u201d \u2013 nekaj kratkih razlag, nekaj sprotnih vpra\u0161anj in \u017ee prvi dan prevzamejo resne naloge. Tak pristop deluje hiter in prakti\u010den, a v resnici razkrije, kako krhek je lahko sistem, kjer vsak posameznik takoj vpliva na na\u010din dela, odnose in tempo celotne ekipe.<\/p>","protected":false},"author":4,"featured_media":11738,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[12],"tags":[],"class_list":["post-11735","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-novice"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Onboarding v majhnih podjetjih: tihi proces, ki ima nesorazmerno velik vpliv na (nove) zaposlene - LUI<\/title>\n<meta name=\"description\" content=\"Onboarding v majhnih podjetjih je pogosto neformalen, a ima velik vpliv: ne gre le za uvajanje v naloge, temve\u010d za prenos konteksta, pri\u010dakovanj in \u201cnevidnih pravil\u201d. 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